Real, anonymous reports from people who interviewed for Software Engineer at Seagate, newest first and distilled into what to expect across the loop.
I got brought in after finishing a summer internship, and the process felt more like a closing step than a full hiring cycle. I only had a single interview with the team, and it mostly served to confirm fit after I had already spent time in their environment.
My process felt like a fairly heavy, multi-step technical evaluation. It started with a recruiter screening call, then I moved into a panel-style interview with a large group of team members. That panel included a timed research presentation where I had about 30 minutes to walk through my work, and then they followed up with questions for another 30 minutes.
The interview process typically consists of multiple stages, starting with an HR screening followed by technical interviews that may include panel discussions and one-on-one sessions. Candidates should expect a mix of behavioral and technical evaluations throughout these stages.
Technical interviews often emphasize core fundamentals such as data structures, algorithms, and relevant software engineering concepts. Candidates should be prepared for both theoretical questions and practical coding exercises, with a focus on demonstrating clear reasoning and problem-solving skills.
Behavioral interviews are common and tend to focus on past experiences, team fit, and how candidates approach challenges. Expect questions that assess communication skills, work ethic, and alignment with company values, often using examples from previous projects.
Some candidates may be required to present their previous work or research, followed by a Q&A session. This aspect evaluates not only technical knowledge but also the ability to communicate effectively and engage with interviewers.
The overall atmosphere of interviews varies but tends to be friendly and low-pressure, with interviewers aiming to understand candidates rather than simply testing them. This can help candidates feel more comfortable sharing their experiences and thought processes.
Candidates often report a lack of offers despite positive interview experiences, indicating that fit and specific role requirements play a significant role in decision-making. Feedback may be limited, but candidates should focus on the learning experience from each interaction.